Bringing the Human back to Human Resources

Go to https://cozyearth.com and use code HUMANHR for 40% off their best-selling sheets, pajamas, towels, and more. And if you get a post-purchase survey? Let them know you heard about Cozy Earth right here.In this episode, Traci Chernoff interviews Eric Charran about his book 'Have You Ever Had a Boss That Succeeded in a Dysfunctional Workplace'. They discuss the impact of toxic leadership on employee well-being and productivity, the archetypes of dysfunctional managers, and practical strategies for navigating these challenges. Eric shares personal experiences that inspired his book and emphasizes the importance of understanding and addressing unhelpful managerial behaviors to foster a healthier workplace culture. In this conversation, Traci Chernoff and Eric Charran delve into the complexities of workplace dynamics, focusing on emotional responses, the importance of managing up, and the necessity of empathy in leadership. They discuss various archetypes of managers, particularly the 'surprised' archetype, and how these behaviors impact team dynamics. The conversation emphasizes the importance of building trust, understanding emotional reactions, and developing coping strategies to navigate workplace challenges effectively. Eric shares insights from his book, encouraging listeners to empower themselves and recognize their worth in professional settings.Chapters00:00 Introduction to Dysfunctional Workplaces02:59 The Genesis of the Book05:53 Understanding Manager Archetypes09:00 The Impact of Toxic Leadership01:53 Breaking the Cycle of Dysfunction14:55 Exploring Manager Archetypes17:46 The Emergency Broadcaster Archetype21:54 Coping with Chaos: Understanding Emotional Responses24:13 Managing Up: The Art of Diplomacy28:43 Building Trust: The Importance of Empathy31:47 The Surprised Archetype: Navigating Unexpected Challenges36:51 Empowerment Through Understanding: Knowing Your WorthWe hope you enjoyed this episode with Eric Charran. If you found our discussion insightful, we'd like you to take a moment to rate our podcast. Your feedback helps us grow and reach more listeners who are passionate about these topics. You can also leave a review and tell us what you loved or what you'd like to hear more of - we're all ears!Don't forget to rate, review, and subscribe! Plus, leave a comment if you're catching this episode on Spotify or YouTube.About Our Guest: Eric Charran is a visionary data and AI executive with over 25 years of experience transforming global organizations through innovative data strategies, AI/ML solutions, and scalable enterprise platforms. He has led the design of next-generation data ecosystems—including lakehouse, mesh, and fabric architectures—driving $250M+ in revenue, reducing time-to-insight by 45%, and boosting marketing ROI by 20%. His expertise spans Generative AI, traditional AI/ML, and multi-cloud strategies that have delivered $30M in annual savings while ensuring resilience and compliance. A recognized thought leader, Eric is passionate about ethical AI, data governance, and building cultures of innovation that align technology with business impact.Connect with Eric Charran here:LinkedIn: https://www.linkedin.com/in/ericcharran/ Connect with Traci here: ⁠https://linktr.ee/HRTraci⁠Disclaimer: Thoughts, opinions, and statements made on this podcast are not a reflection of the thoughts, opinions, and statements of the Company by whom Traci Chernoff is actively employed.Please note that this episode may contain paid endorsements and advertisements for products or services. Individuals on the show may have a direct or indirect financial interest in products or services referred to in this episode.

Go to https://cozyearth.com and use code HUMANHR for 40% off their best-selling sheets, pajamas, towels, and more. And if you get a post-purchase survey? Let them know you heard about Cozy Earth right here.In this conversation, Traci Chernoff and Yolanda Slan delve into the critical topic of Diversity, Equity, and Inclusion (DE&I). Yolanda shares her personal journey and passion for DE&I, stemming from her experiences as a woman of color with a hidden disability. They discuss the misconceptions surrounding DE&I, the importance of understanding diversity in a global context, and the role of bias in hiring practices. Traci and Yolanda emphasize the need to view individuals as unique rather than as part of a group, clarifying the distinction between DE&I and affirmative action, and expanding the definition of DE&I to include various aspects of identity and experience. Their discussion explores the difference between equity and equality, using relatable analogies to illustrate their points. They also stress on the importance of advocating for oneself while also recognizing the meritocracy in hiring practices. This topic challenges the misconceptions surrounding DE&I initiatives and highlights the need for organizations to focus on genuine inclusivity rather than superficial quotas. Their dialogue is filled with humor and insight, making this episode both informative and enjoyable that you wouldn't want to miss it. Chapters00:00 Introduction to DE&I and Yolanda's Background02:20 Personal Journey and Passion for DE&I04:48 Understanding Diversity in Global Contexts06:44 Misconceptions About DE&I in Business10:48 The Role of Bias in DE&I12:50 Clarifying DE&I vs. Affirmative Action15:20 The Importance of Individuality in DE&I17:19 Expanding the Definition of DE&I18:27 Equity and Inclusion in Practice26:11 Finding the Right Image for DEI Conversations27:39 Understanding Equity vs. Equality30:00 Different Modes of Transportation: The Equity Analogy32:30 Mind Your Business: Advocating for Yourself34:51 Meritocracy in the Workplace37:50 Challenging DEI Practices for ImprovementWe hope you enjoyed this episode with Yolanda Slan. If you found our discussion insightful, we'd like you to take a moment to rate our podcast. Your feedback helps us grow and reach more listeners who are passionate about these topics. You can also leave a review and tell us what you loved or what you'd like to hear more of - we're all ears!Don't forget to rate, review, and subscribe! Plus, leave a comment if you're catching this episode on Spotify or YouTube.About Our Guest: Yolanda Slan is Televerde's Chief People Officer. She is an experienced human resources and employment leader with a record of success building and enhancing HR programs in both the private and non-profit sectors. She is passionate about diversity, equity, and inclusion (DEI), and she has a deep understanding of talent management strategies which has enabled her to create a positive impact in all of her past positions.Connect with Yolanda Slan here:LinkedIn: https://www.linkedin.com/company/televerde?goback=%2Ecps_1237136210503_1 Twitter: https://twitter.com/televerde Blog: http://www.televerde.com/blog/ Website: http://www.televerde.com/ Connect with Traci here: ⁠https://linktr.ee/HRTraci⁠Disclaimer: Thoughts, opinions, and statements made on this podcast are not a reflection of the thoughts, opinions, and statements of the Company by whom Traci Chernoff is actively employed.Please note that this episode may contain paid endorsements and advertisements for products or services. Individuals on the show may have a direct or indirect financial interest in products or services referred to in this episode.

Go to https://cozyearth.com and use code HUMANHR for 40% off their best-selling sheets, pajamas, towels, and more. And if you get a post-purchase survey? Let them know you heard about Cozy Earth right here.In this episode of the Bringing the Human Back to Human Resources podcast, Traci Chernoff and Bryan Driscoll discuss recent updates in HR policies, focusing on independent contractor enforcement, employee classification, and the implications of automation and AI on the workforce. They explore the political fluctuations affecting HR regulations, the importance of understanding state laws, and the risks associated with misclassification. The conversation also highlights a recent SHRM data brief on automation displacement, emphasizing the need for upskilling and the potential biases in AI hiring practices. The episode concludes with a discussion on the legal responsibilities of employers in accommodating candidates and the necessity of regular audits of hiring tools.Chapters00:00 Introduction to Policy Pulse and Independent Contractor Enforcement03:01 Understanding Employee Classification and Political Whiplash05:49 Private Lawsuits and State Laws on Misclassification09:13 Recommendations for HR on Classification and Compliance12:07 SHRM Data Brief on Automation Displacement14:55 Implications of Automation on Workforce and Upskilling17:56 AI Bias and Discrimination in Hiring Practices20:54 Legal Responsibilities and Accommodations in Hiring24:00 Conclusion and Future Insights on Employment LawDon't forget to rate, review, and subscribe! Plus, leave a comment if you're catching this episode on Spotify or YouTube.We hope you enjoyed this month's Policy Pulse episode. If you found our discussion insightful, we'd like you to take a moment to rate our podcast. Your feedback helps us grow and reach more listeners who are passionate about these topics. You can also leave a review and tell us what you loved or what you'd like to hear more of - we're all ears!Connect with Traci here: ⁠https://linktr.ee/HRTraci⁠Connect with Bryan: Website: https://bryanjdriscoll.com/ LinkedIn: https://www.linkedin.com/in/bryanjohndriscoll/ Disclaimer: Thoughts, opinions, and statements made on this podcast are not a reflection of the thoughts, opinions, and statements of the Company by whom Traci Chernoff is actively employed.Please note that this episode may contain paid endorsements and advertisements for products or services. Individuals on the show may have a direct or indirect financial interest in products or services referred to in this episode.

Go to https://cozyearth.com and use code HUMANHR for 40% off their best-selling sheets, pajamas, towels, and more. And if you get a post-purchase survey? Let them know you heard about Cozy Earth right here.In this episode, Traci Chernoff speaks with Lizabeth Wesely-Casella about the importance of internal communications and operational excellence in organizations. They discuss the role of HR in facilitating these processes, the challenges of internal mobility, and the need for external support to streamline operations. Lizabeth emphasizes that operational excellence is about delivering better, faster, and cheaper services while ensuring employee engagement and satisfaction. The conversation also addresses common concerns about streamlining leading to job loss and how important it is to align company values with operational goals. This conversation then takes a deep dive into operational excellence within organizations, particularly focusing on the role of HR and internal communications. They explore how fostering a culture of collaboration and understanding workflows can lead to improved engagement and productivity. The discussion emphasizes the need for effective communication strategies, feedback mechanisms, and the significance of face-to-face interactions in enhancing organizational clarity and community.Chapters00:00 Introduction to Operational Excellence and Internal Communications02:31 The Role of HR in Operational Excellence06:38 Challenges in Internal Mobility and Engagement09:55 Understanding Operational Excellence11:56 The Importance of External Support16:36 Addressing Concerns About Streamlining21:44 Aligning Company Values with Operational Excellence23:18 Fostering Operational Excellence Across Departments25:03 The Role of HR in Operational Excellence27:03 Understanding Workflow and Team Dynamics29:52 The Importance of Communication in HR31:56 Tailoring Internal Communications for Engagement34:11 Creating a Feedback Mechanism for Effective Communication36:58 The Power of Face-to-Face Communication41:08 Building Community and Clarity in BusinessWe hope you enjoyed Better, Faster, Cheaper: Unlocking Operational Excellence with Lizabeth Wesely-Casella. If you found our discussion insightful, we'd like you to take a moment to rate our podcast. Your feedback helps us grow and reach more listeners who are passionate about these topics. You can also leave a review and tell us what you loved or what you'd like to hear more of - we're all ears!Don't forget to rate, review, and subscribe! Plus, leave a comment if you're catching this episode on Spotify or YouTube.About Our Guest: Lizabeth Wesely-Casella is the Founder and CEO of L-12 Services Corp., a Washington DC-based firm specializing in operational excellence. As a strategic advisor, she focuses on internal communication, attrition mitigation, workflow management, process improvement, and culture.Lizabeth helps businesses enhance internal operations by leveraging team knowledge to reduce attrition and attract top talent. Her team fosters alignment and engagement to boost innovation and collaboration.A nationally recognized speaker, Lizabeth shares internal communications best practices across North America.Connect with Lizabeth Wesely-Casella here:Website: https://l12services.com/ LinkedIn: https://www.linkedin.com/in/lizabeth-wesely-casella/ Access the CATs Tool Kit: https://l12services.com/bonus-tool-cats-tool-kit/ Connect with Traci here: ⁠https://linktr.ee/HRTraci⁠Disclaimer: Thoughts, opinions, and statements made on this podcast are not a reflection of the thoughts, opinions, and statements of the Company by whom Traci Chernoff is actively employed.Please note that this episode may contain paid endorsements and advertisements for products or services. Individuals on the show may have a direct or indirect financial interest in products or services referred to in this episode.

In this episode, Traci Chernoff and Robert Glazer discuss the need to rethink traditional workplace practices, particularly the concept of Two Weeks Notice. They explore the emotional implications of resignations, the introduction of the Open Transition Program, and the importance of psychological safety in fostering open communication. The conversation highlights the cognitive dissonance leaders face when managing underperforming employees and the need for a cultural shift to support transparent discussions about career transitions. Glazer shares practical steps for implementing an Open Transition Program and emphasizes the importance of addressing the root causes of employee dissatisfaction. Chapters00:00 Rethinking Two Weeks Notice02:22 The Problem with Traditional Notice Periods06:12 Introducing the Open Transition Program11:40 Cognitive Dissonance in Leadership17:26 The Role of Psychological Safety22:34 Overcoming Fear in Open Transitions27:26 Implementing an Open Transition Program We hope you enjoyed this deep dive on Rethinking Two Weeks' Notice. If you found our discussion insightful, we'd like you to take a moment to rate our podcast. Your feedback helps us grow and reach more listeners who are passionate about these topics. You can also leave a review and tell us what you loved or what you'd like to hear more of - we're all ears! Don't forget to rate, review, and subscribe! Plus, leave a comment if you're catching this episode on Spotify or YouTube. About Our Guest: Robert Glazer is the Founder and Chairman of the Board of Acceleration Partners, a global partner marketing agency and the recipient of numerous industry and company culture awards, including Glassdoor's Employees' Choice Awards two years in a row.  He is the author of the inspirational newsletter Friday Forward, and the #1 Wall Street Journal, USA Today and international bestselling author of five books: Elevate, Friday Forward, How To Thrive In The Virtual Workplace, Moving To Outcomes and Performance Partnerships. He is a sought-after speaker by companies and organizations around the world and is the host of The Elevate Podcast. Connect with Robert Glazer here:Website: https://robertglazer.com/LinkedIn: https://www.linkedin.com/in/glazer/Facebook: https://www.linkedin.com/in/glazer/Tune in to Robert Glazer's podcast Elevate with Robert Glazer https://podcasts.apple.com/us/podcast/elevate-with-robert-glazer/id1454045560https://open.spotify.com/show/5NU35xvzRaDkOrUTUinIPF  Connect with Traci here: ⁠https://linktr.ee/HRTraci⁠ Disclaimer: Thoughts, opinions, and statements made on this podcast are not a reflection of the thoughts, opinions, and statements of the Company by whom Traci Chernoff is actively employed.

Go to https://cozyearth.com and use code HUMANHR for 40% off their best-selling sheets, pajamas, towels, and more. And if you get a post-purchase survey? Let them know you heard about Cozy Earth right here.In this episode, Traci Chernoff takes you to a deeper exploration of the HR profession, addressing common misconceptions about HR roles and responsibilities. She also emphasizes the strategic impact HR can have on employee experiences, from recruitment to offboarding, and encourages listeners to understand the complexities and dualities of working in HR.Chapters00:00 Introduction 07:05 Understanding HR: Misconceptions and Realities30:26 The Impact of HR: Shaping Employee ExperienceWe hope you enjoyed this deep dive on Unpacking HR: Myths vs. Reality. If you found our discussion insightful, we'd like you to take a moment to rate our podcast. Your feedback helps us grow and reach more listeners who are passionate about these topics. You can also leave a review and tell us what you loved or what you'd like to hear more of - we're all ears!Don't forget to rate, review, and subscribe! Plus, leave a comment if you're catching this episode on Spotify or YouTube.Connect with Traci here: ⁠https://linktr.ee/HRTraci⁠Disclaimer: Thoughts, opinions, and statements made on this podcast are not a reflection of the thoughts, opinions, and statements of the Company by which Traci Chernoff is actively employed.

In this episode, Traci Chernoff talks with Jason P. Carroll, a leadership strategist and founder of Aptive Index, where they discuss the importance of psychometric assessments in hiring and team dynamics. They explore the challenges of hiring, the role of ego in leadership, and the significance of understanding different work preferences. This conversation pinpoints the need for engagement and retention strategies, the pitfalls of using assessments, and the value of diversity in the workplace. Jason also shares insights on how to leverage assessments to create stronger teams and improve organizational outcomes.Chapters00:00 Introduction to Leadership Strategy03:03 The Importance of Psychometric Assessments06:12 Hiring Challenges and Solutions08:54 Team Dynamics and Collaboration12:02 Understanding Different Work Preferences15:05 The Role of Ego in Leadership18:11 Engagement and Retention Strategies21:00 Pitfalls of Using Assessments24:00 Diversity and Inclusion in Hiring27:06 Conclusion and Call to ActionWe hope you enjoyed this deep dive on Leveraging Psychometric Assessments to Maximize Hiring and Retention. If you found our discussion insightful, we'd like you to take a moment to rate our podcast. Your feedback helps us grow and reach more listeners who are passionate about these topics. You can also leave a review and tell us what you loved or what you'd like to hear more of - we're all ears!Don't forget to rate, review, and subscribe! Plus, leave a comment if you're catching this episode on Spotify or YouTube.About Our Guest: Jason P. Carroll is a leadership strategist and trusted advisor to businesses navigating growth and change. He's the founder and CEO of Aptive Index, a company revolutionizing hiring and leadership practices with advanced psychometric assessments and strategic advisory services. Jason has guided leaders and organizations to achieve transformative results, including scaling Champion National Security from $24 million to $80 million. A Certified Executive Coach and Dare to Lead™ Facilitator trained by Dr. Brené Brown, Jason is deeply committed to personal development and building inclusive, high-performing organizations. His work reflects a people-first approach, integrating innovative tools and compassionate leadership to align talent with organizational goals. Guided by core values of courage and generosity, Jason's vision is to empower leaders to create workplaces where collaboration and resilience thrive.Connect with Jason P. Carroll here:Website: https://jasonpcarroll.com/Follow Jason on LinkedIn: https://www.linkedin.com/in/jasonpcarroll/Tune in to Jason's podcast Work Cultured https://podcasts.apple.com/us/podcast/work-cultured/id1653494803https://open.spotify.com/show/0HeJOLtBHT0mqeQA7K7N8V Connect with Traci here: ⁠https://linktr.ee/HRTraci⁠Disclaimer: Thoughts, opinions, and statements made on this podcast are not a reflection of the thoughts, opinions, and statements of the Company by whom Traci Chernoff is actively employed.

Go to CozyEarth.com and use code HUMANHR for 40% off their best-selling sheets, pajamas, towels, and more. And if you get a post-purchase survey? Let them know you heard about Cozy Earth right here. In this episode of the Bringing the Human Back to Human resources podcast, Traci Chernoff and Bryan Driscoll discuss pressing topics affecting employers and employees in the U.S. They delve into heightened immigration enforcement, the implications of new tariffs on imported goods, and the broader economic impacts these changes have on businesses and their workforce. The conversation emphasizes the importance of compliance, legal support, and transparency in navigating these complex issues, while also looking ahead to pending legal cases that could shape the future of employment law.Chapters00:00 Introduction to Policy Pulse Segment01:29 Heightened Immigration Enforcement and Its Impacts12:01 Understanding New Tariffs and Their Economic Effects21:29 The Human Impact of Economic Changes31:41 Looking Ahead: Pending Legal Cases and Their ImplicationsDon't forget to rate, review, and subscribe! Plus, leave a comment if you're catching this episode on Spotify or YouTube.We hope you enjoyed this month's Policy Pulse episode. If you found our discussion insightful, we'd like you to take a moment to rate our podcast. Your feedback helps us grow and reach more listeners who are passionate about these topics. You can also leave a review and tell us what you loved or what you'd like to hear more of - we're all ears!Connect with Traci here: ⁠https://linktr.ee/HRTraci⁠Connect with Bryan: ​Website: https://bryanjdriscoll.com/ ​LinkedIn: https://www.linkedin.com/in/bryanjohndriscoll/ Disclaimer: Thoughts, opinions, and statements made on this podcast are not a reflection of the thoughts, opinions, and statements of the Company by whom Traci Chernoff is actively employed.

In this episode, Traci Chernoff welcomes back Rameez Kaleem to discuss the critical topic of pay transparency. Together, Traci and Rameez explore what pay transparency means, its importance in fostering trust within organizations, and the current trends in salary increases amidst inflation. Rameez shares insights from the Global Salary Planning Report, where he highlights the challenges organizations face in maintaining pay equity and the necessity of establishing clear pay principles.On top of that, they also delve into the gender pay gap and the significance of salary ranges in promoting fairness and transparency in compensation practices.Chapters00:00 Introduction to Pay Transparency02:56 Understanding Pay Transparency06:02 Global Salary Trends and Inflation09:02 The Role of Pay Transparency in Organizations11:58 Establishing Pay Principles and Processes15:00 Addressing Pay Equity and Gender Pay Gap17:53 The Importance of Salary Ranges20:53 Challenges in Pay Transparency24:09 Conclusion and ResourcesAbout Our Guest: Rameez Kaleem is the founder and managing director at 3R Strategy, an independent reward consultancy dedicated to helping organizations build a culture of trust through pay transparency. He graduated in economics from University College in London and had various in-house reward consultancy roles before founding 3R Strategy. 3R Strategy supports organizations on their journey to pay transparency, covering rewards transparency, job evaluation and architecture, pay structure design, and equal pay.Connect with Rameez Kaleem here:Website: https://3r-strategy.com/Follow Rameez on LinkedIn: https://uk.linkedin.com/in/rameezkaleem Don't forget to rate, review, and subscribe! Plus, leave a comment if you're catching this episode on Spotify or YouTube.We hope you enjoyed this deep dive on Understanding Global Salary Trends. If you found our discussion insightful, we'd like you to take a moment to rate our podcast. Your feedback helps us grow and reach more listeners who are passionate about these topics. You can also leave a review and tell us what you loved or what you'd like to hear more of - we're all ears!Connect with Traci here: ⁠https://linktr.ee/HRTraci⁠Disclaimer: Thoughts, opinions, and statements made on this podcast are not a reflection of the thoughts, opinions, and statements of the Company by whom Traci Chernoff is actively employed.

In this episode, Traci Chernoff interviews Renee Marchak, a passionate advocate for transforming the employee experience and making work more human. They discuss Renee's career journey, her experiences in toxic work environments, and her commitment to creating inclusive and engaging workplaces. The conversation also touches on the importance of leadership buy-in for employee engagement strategies and the significance of trust in the workplace. Traci Chernoff and Renee Marchak also discuss the critical role of trust and mutual ownership in the workplace. They emphasize the importance of engaging employees in decision-making processes and how data can be leveraged to demonstrate the value of HR as a strategic partner. The discussion also highlights grassroots strategies for enhancing employee engagement and the impact of community support in fostering a positive workplace culture. Ultimately, they connect employee happiness to customer satisfaction, reinforcing the idea that prioritizing employees leads to better business outcomes.Chapters00:00 Introduction to Renee Marchak03:03 Renee's Career Journey and Passion for HR06:05 Transforming Employee Experience and Engagement09:07 The Impact of Layoffs and Starting a Business11:46 Creating Community and Collaboration in HR14:58 Pitfalls in Employee Engagement Strategies1:30 Building Trust in the Workplace24:20 The Importance of Mutual Ownership25:45 Engaging Employees in Decision Making27:50 The Role of Data in HR29:33 HR as a Strategic Partner32:09 Grassroots Strategies for Engagement35:11 Making a Big Impact with Little Budget38:10 The Power of Community and Support41:29 Connecting Employee Happiness to Customer SatisfactionWe hope you enjoyed this deep dive on The Power of Mutual Ownership in Organizations! If you found our discussion insightful, we'd like you to take a moment to rate our podcast. Your feedback helps us grow and reach more listeners who are passionate about these topics. You can also leave a review and tell us what you loved or what you'd like to hear more of - we're all ears!Don't forget to rate, review, and subscribe! Plus, leave a comment if you're catching this episode on Spotify or YouTube.Connect with Renee Marchak here:https://www.linkedin.com/in/renee-marchakhttps://www.facebook.com/renee.marchakConnect with Traci here:⁠https://linktr.ee/HRTraci⁠Visit our website: https://hrtraci.com/⁠⁠⁠⁠Disclaimer: Thoughts, opinions, and statements made on this podcast are not a reflection of the thoughts, opinions, and statements of the Company by whom Traci Chernoff is actively employed.

Joshua Berry returns to Traci Chernoff's podcast in this captivating episode, sharing interesting updates, including his most recent TED Talk. The discussion explores the value of language in HR, the effects of AI in the workplace, and methods for preserving a human-centered approach in a world that is becoming more and more digital. Joshua highlights the value of deliberate word choice and the possibility of using AI to strengthen rather than replace human connection. With helpful guidance for HR professionals on negotiating the changing nature of work, the episode comes to a close.  Chapters00:00 Introduction and Welcome Back02:15 Joshua's TED Talk Journey05:12 The Power of Words in HR10:17 AI and Its Impact on Human Resources15:14 Navigating AI in the Workplace22:25 Strategies for Humanizing AI Use30:04 Conclusion and Future Insights Connect with Joshua Berry here:https://www.linkedin.com/in/joshberrygphr/econic.co and joshuaberry.com.econic.co/joshuaWatch his Tedx Talk here: ⁠https://www.youtube.com/watch?v=Ex5VqZ9Vjss⁠    We hope you enjoyed this deep dive into Bringing Humanity Back to Human Resources! If you found our discussion insightful, we'd like you to take a moment to rate our podcast. Your feedback helps us grow and reach more listeners who are passionate about these topics. You can also leave a review and tell us what you loved or what you'd like to hear more of - we're all ears!  Don't forget to rate, review, and subscribe! Plus, leave a comment if you're catching this episode on Spotify or YouTube.  Connect with Traci here:https://linktr.ee/HRTraci⁠ Visit our website: ⁠⁠⁠⁠⁠⁠HRTraci.com⁠⁠⁠⁠ Disclaimer: Thoughts, opinions, and statements made on this podcast are not a reflection of the thoughts, opinions, and statements of the Company by whom Traci Chernoff is actively employed.

In this episode of the Bringing the Human Back to Human Resources podcast, Traci Chernoff and Bryan Driscoll introduce the Policy Pulse segment, focusing on current policies impacting businesses in the US. They discuss economic uncertainty, fears of recession, shifts in corporate culture, labor relations, and the implications of legal changes on businesses. The conversation emphasizes the importance of being proactive in navigating these challenges and the evolving dynamics of remote work and employee empowerment.Connect with Bryan here:Website: https://bryanjdriscoll.com/LinkedIn: https://www.linkedin.com/in/bryanjohndriscoll/Chapters00:00 Introduction to Policy Pulse Segment02:45 Economic Uncertainty and Recession Fears14:12 Shifts in Corporate Culture and Labor Relations26:01 Legal Considerations and Future OutlookIf you found our discussion insightful, we'd like you to take a moment to rate our podcast. Your feedback helps us grow and reach more listeners who are passionate about these topics. You can also leave a review and tell us what you loved or what you'd like to hear more of - we're all ears!Don't forget to subscribe, leave a comment, and a 5-star review!Connect with Traci here:⁠https://linktr.ee/HRTraci⁠Visit our website: ⁠⁠⁠⁠⁠⁠HRTraci.com⁠⁠⁠⁠Disclaimer: Thoughts, opinions, and statements made on this podcast are not a reflection of the thoughts, opinions, and statements of the Company by whom Traci Chernoff is actively employed.

In this episode of Bringing the Human Back to Human Resources, host Traci Chernoff chats with internationally acclaimed speaker and author Bianca Best about her latest book, Big Impact Without Burnout. Bianca opens up about her own struggles with burnout and shares how redefining purpose, aligning values, and shifting your mindset can create lasting fulfillment in both work and life. Traci and Bianca work together to provide doable tactics for succeeding without compromising your health. The power of energy management, the particular difficulties faced by women in the workplace, and the generational transition spearheaded by Gen Z in redefining work-life balance are all covered. Regaining control, encouraging self-empowerment, and establishing a more wholesome and satisfying workplace are the main topics of discussion. Connect with Bianca Best here:⁠https://biancabest.com/⁠⁠https://www.linkedin.com/in/biancabest/ Chapters00:00: Introduction to Bianca Best and Her Journey05:57: Navigating Burnout: Bianca's Personal Experience12:09: Emotional Well-being and Values Alignment19:58: Navigating Values Misalignment in Careers26:04: Gender Dynamics and Burnout34:01: Empowerment and Self-Management in the Workplace We hope you enjoyed this insightful discussion Big Impact Without Burnout! If you found our discussion insightful, we'd like you to take a moment to rate our podcast. Your feedback helps us grow and reach more listeners who are passionate about these topics. You can also leave a review and tell us what you loved or what you'd like to hear more of - we're all ears! Connect with Traci here:⁠https://linktr.ee/HRTraci⁠Visit our website: ⁠⁠⁠⁠⁠⁠HRTraci.com⁠⁠⁠⁠ Disclaimer: Thoughts, opinions, and statements made on this podcast are not a reflection of the thoughts, opinions, and statements of the Company by whom Traci Chernoff is actively employed.

In this episode, Traci Chernoff and Tracy Lalonde have a candid and insightful conversation about the delicate dance of trust—both at work and in life. They break down how vulnerability, empathy, and honest communication lay the foundation for strong relationships. Tracy opens up about her own battle with burnout and how it inspired her mission to help others find joy and balance. They also tackle the unique challenges of trust in remote work, how company changes can shake employee morale, and, most importantly, how to rebuild trust when it's been broken. Plus, they share practical tips for identifying your personal "trust musts" to create healthier, more fulfilling connections. Chapters00:00 Exploring Relationships and Trust02:10 The Joy Achiever Journey: Overcoming Burnout03:37 Building Trust: The Key to Effective Relationships08:57 The Impact of Remote Work on Trust12:45 Navigating Trust in Organizational Changes20:00 Rebuilding Trust: A Two-Way Street26:30 Identifying Your Trust Musts We hope you enjoyed this deep dive into Building Trust in Relationships! If you found our discussion insightful, we'd like you to take a moment to rate our podcast. Your feedback helps us grow and reach more listeners who are passionate about these topics. You can also leave a review and tell us what you loved or what you'd like to hear more of - we're all ears! Connect with Tracy Lalonde here: https://www.joychiever.com/resources Connect with Traci here: ⁠https://linktr.ee/HRTraci⁠ Visit our website: ⁠⁠⁠⁠⁠⁠HRTraci.com⁠⁠⁠⁠ Disclaimer: Thoughts, opinions, and statements made on this podcast are not a reflection of the thoughts, opinions, and statements of the Company by whom Traci Chernoff is actively employed.

In this episode of the Bringing the Human Back to Human Resources podcast, Traci Chernoff speaks with Susan Snipes, Head of People at Remote People, about the complexities and benefits of global hiring. They discuss the role of Employer of Record (EOR) services in simplifying international recruitment, the evolving landscape of remote work, and the importance of cultural considerations when hiring globally. Susan shares insights on the talent shortage, the rise of remote work preferences, and practical advice for HR professionals navigating these changes. Connect with Susan here: https://www.linkedin.com/in/susan-poore-hrm/Learn more about Remote People here: https://remotepeople.com/ Don't forget to rate, review, and subscribe! Plus, leave a comment if you're catching this episode on Spotify.Connect with Traci here: https://linktr.ee/HRTraciDisclaimer: Thoughts, opinions, and statements made on this podcast are not a reflection of the thoughts, opinions, and statements of the Company by whom Traci Chernoff is actively employed.

Magic Mind is offering 48% off your first subscription or 20% off one-time purchases with code HUMANHR20 at checkout. Go to magicmind.com/HUMANHR⁠⁠⁠ and use code HUMANHR20In this episode, Traci and Bryan Driscoll delve into the complexities of Diversity, Equity, and Inclusion (DEI) in the workplace, particularly in light of recent executive orders and policy changes. They discuss the importance of understanding DEI, its distinction from affirmative action, and the implications of executive orders on businesses. The conversation emphasizes the need for clarity in definitions, the impact of government policies on private sector practices, and the legal considerations surrounding hiring practices, including the controversial topic of quotas. They explore the importance of consumer choices in promoting diversity, the role of HR in compliance and advocacy, and the need for businesses to foster inclusive cultures. The discussion also addresses the fears faced by marginalized communities and emphasizes the responsibility of individuals and organizations to advocate for fairness and equity in the workplace.Connect with Bryan here:https://bryanjdriscoll.com/https://www.linkedin.com/in/bryanjohndriscoll/Connect with Traci here:⁠⁠⁠⁠⁠https://linktr.ee/HRTraci⁠⁠⁠⁠⁠Chapters00:00 Introduction to DEI and Policy Pulse06:07 Understanding Executive Orders and Their Impact12:03 Defining DEI: Misunderstandings and Clarifications19:12 DEI vs. Affirmative Action: Key Differences23:02 The Impact of Executive Orders on Businesses28:05 Quotas in Hiring: Legal and Ethical Considerations33:53 Navigating Real Life Challenges34:42 Consumer Choices and Diversity in Employment36:10 The Impact of Legal Changes on Businesses39:00 Data-Driven Decisions in Diversity and Inclusion41:00 The Role of HR in Compliance and Advocacy44:19 Addressing Fear in Marginalized Communities47:52 The Future of DEI in Organizations51:30 Empowering Individuals in the Workplace58:34 Key Takeaways and Resources for ListenersDisclaimer: Thoughts, opinions, and statements made on this podcast are not a reflection of the thoughts, opinions, and statements of the Company by whom Traci Chernoff is actively employed.

Magic Mind is offering an 48% off your first subscription or 20% off one-time purchases with code HUMANHR20 at checkout. Go to magicmind.com/HUMANHR⁠⁠ and use codeHUMANHR20In this conversation, Brad Englert discusses the significance of mentorship and relationships in professional settings, emphasizing the importance of building trust and transparency as a leader. He shares personal experiences that highlight how effective communication and genuine care for others' success can foster a positive organizational culture. The discussion also touches on the need for leaders to be adaptable and to prioritize their team's well-being, ultimately leading to a more engaged and productive workforce. Traci and Brad explore the intersection of personal commitments and professional responsibilities, emphasizing the importance of leadership, communication, and customer relationships. They discuss how career choices can be influenced by personal circumstances, the significance of mutual commitment in leadership, and the necessity of managing expectations. The dialogue also highlights the emotional impact of work commitments, the art of asking questions, and the distinction between customer care and customer service. Ultimately, they stress the value of building trusting relationships in both personal and professional contexts.Learn more about Brad and grab a sample of his book here:⁠https://bradenglert.com/bthb⁠Connect with Traci here:⁠⁠⁠⁠https://linktr.ee/HRTraci⁠⁠⁠⁠Chapters00:00 The Importance of Mentorship and Relationships22:02 Building Trust and Transparency in Leadership25:09 Navigating Career Choices and Personal Commitments26:08 The Importance of Leadership and Commitment28:57 Managing Expectations and Communication30:45 The Art of Asking Questions32:48 Emotional Impact of Work Commitments36:52 Prioritizing Customer Relationships40:09 Customer Care vs. Customer Service42:43 Building Trusting RelationshipsDisclaimer: Thoughts, opinions, and statements made on this podcast are not a reflection of the thoughts, opinions, and statements of the Company by whom Traci Chernoff is actively employed.

Magic Mind is offering an 48% off your first subscription or 20% off one-time purchases with code HUMANHR20 at checkout. Go to magicmind.com/HUMANHR and use code HUMANHR20 In this episode, Traci discusses the importance of career growth and personal development. She emphasizes that individuals must take ownership of their own development and career paths, rather than waiting for managers to guide them. The conversation covers the roles of managers in supporting employee growth, the distinction between horizontal and vertical career growth, and the significance of self-advocacy and setting boundaries. Traci encourages listeners to invest in themselves and find meaning in their work, while also preparing for future opportunities. Chapters 00:00 Introduction and Morning Routine 06:29 The Importance of Career Growth 12:57 Taking Ownership of Your Development 19:15 The Role of Managers in Career Development 24:01 Horizontal vs. Vertical Growth 35:02 Advocating for Yourself and Setting Boundaries 38:23 Conclusion and Future Topics Connect with Traci here: ⁠⁠https://linktr.ee/HRTraci⁠⁠ Disclaimer: Thoughts, opinions, and statements made on this podcast are not a reflection of the thoughts, opinions, and statements of the Company by whom Traci Chernoff is actively employed.

Magic Mind is offering an exclusive 45% off their new bundle pack – both the focus and sleep shots together. Just go to magicmind.com/HumanHRJan⁠ In this episode, Traci sits down with Antoni Tsavelas—public speaker, leadership coach, and creator of the Happiness Blueprint—to dive into the transformative power of happiness in our personal and professional lives. Key Takeaways: Antoni's inspiring journey from fashion design to tech to coaching—and how his experiences shaped his purpose. The Happiness Blueprint: A powerful six-element framework Antoni developed to cultivate happiness and fulfillment. Why trust is the foundation of meaningful relationships, and how to build it in life and at work. Embracing failure as a learning tool and using it to fuel growth. How you can implement the Happiness Blueprint to create a more balanced, joyful life. Connect with Antoni here: https://www.smilingbowtie.com/  https://www.linkedin.com/in/antonit/  https://www.instagram.com/smilingbowtie The Happiness Blueprint: https://www.smilingbowtie.com/happiness-blueprint Chapters 00:00 Introduction to Happiness and Career Transformation 05:54 The Happiness Blueprint: Elements of Fulfillment 17:56 Embracing Failure: Learning and Growth 24:58 Applying the Happiness Blueprint in Personal and Professional Life 29:58 Conclusion and Resources for Further Engagement Connect with Traci here: ⁠https://linktr.ee/HRTraci⁠ Disclaimer: Thoughts, opinions, and statements made on this podcast are not a reflection of the thoughts, opinions, and statements of the Company by whom Traci Chernoff is actively employed.

Magic Mind is offering an exclusive 45% off their new bundle pack – both the focus and sleep shots together. Just go to magicmind.com/HumanHRJan⁠ In this episode, Traci welcomes Antoni Lacinai back to the podcast to discuss the pressing issue of loneliness in the workplace. They explore recent statistics indicating that 20% of employees feel lonely at work, the implications of remote work on social interactions, and the role of HR in fostering a connected workplace culture. The conversation emphasizes the importance of social well-being and presents a compelling business case for addressing loneliness, highlighting global perspectives on the issue. In this conversation, Traci and Antoni delve into the pressing issue of loneliness, which the World Health Organization has recognized as an epidemic. They discuss the profound impact of loneliness on mental and physical health, emphasizing the need for genuine social connections. The conversation highlights the role of leadership in fostering an inclusive workplace environment, the importance of community through volunteerism, and the necessity of personal connections. Antoni shares personal anecdotes and insights on how simple actions can significantly improve relationships and combat loneliness. Connect with Antoni here: https://www.linkedin.com/in/lacinai/ https://www.antonilacinai.com/ Listen to his holiday song here: https://www.youtube.com/watch?v=KFydkpMg_jQ https://open.spotify.com/album/2rYSlB6hFjEv4Te71tPKwU Chapters 00:00 Introduction and Guest Reintroduction 02:59 The Loneliness Epidemic in the Workplace 05:57 The Role of Social Interaction in Remote Work 08:54 The Challenge of Meetings and Communication 11:46 HR's Role in Addressing Loneliness 14:55 The Business Case for Social Well-Being 17:50 Global Perspectives on Loneliness and Social Isolation 21:09 The Epidemic of Loneliness 24:50 The Impact of Social Media on Relationships 27:55 The Role of Leadership in Combating Loneliness 30:46 Creating Community Through Volunteerism 36:15 Personal Connections and Their Importance Connect with Traci here: https://linktr.ee/HRTraci Disclaimer: Thoughts, opinions, and statements made on this podcast are not a reflection of the thoughts, opinions, and statements of the Company by whom Traci Chernoff is actively employed.

Magic Mind is offering an exclusive 45% off their new bundle pack – both the focus and sleep shots together. Just go to magicmind.com/HumanHRJan⁠ In this episode, Traci and Kate Isichei discuss the importance of neuro-inclusion in the workplace, exploring how organizations can create environments that support neurodivergent employees. They delve into effective communication strategies, the spectrum of neurodivergence, and the role of people managers in fostering inclusivity. Kate shares insights from her research and personal experiences, emphasizing the need for understanding and flexibility in workplace practices to harness the unique talents of neurodivergent individuals. Connect with Kate here: ⁠http://www.wheretolookcomms.co.uk/⁠ ⁠https://www.linkedin.com/in/kateisichei/⁠ ⁠https://www.wheretolookcomms.co.uk/whitepaper-harnessing-your-nd-employees-skills⁠  ⁠⁠ Connect with Traci here: ⁠https://linktr.ee/HRTraci⁠ Disclaimer: Thoughts, opinions, and statements made on this podcast are not a reflection of the thoughts, opinions, and statements of the Company by whom Traci Chernoff is actively employed.

In this episode of the Bringing the Human back to Human Resources podcast, Traci speaks with Kristen Brun Sharkey about building a culture of innovation and effective leadership strategies. Guest: Kristen Brun Sharkey Kristen Brun Sharkey is the Founder and CEO of Emboldify, an executive coach, facilitator, and speaker with 15 years of experience leading teams in advertising, tech, and marketing at companies from early-stage startups to Fortune 100s. She helps leaders advance their careers, make better decisions, execute change effectively, develop innovative solutions, and successfully engage their teams. Her unique approach combines evidence-based business and leadership frameworks with principles from improv theater. She holds a master's degree in management strategy and leadership from Michigan State University and has spoken at notable conferences including the California Conference for Women and the Chief in Tech Summit. Key Topics Discussed: 1. (00:00) Introduction and welcome 2. (02:09) Defining innovation and its importance in business 3. (02:35) Model for building a culture of innovation 4. (05:36) Incorporating improv principles into leadership 5. (10:18) Separating idea generation from evaluation 6. (14:50) Case studies in innovation failure (Blockbuster example) 7. (15:22) The role of humility in leadership 8. (22:31) Strategies for influencing resistant leaders 9. (26:55) Behaviors that support innovative culture Highlights: * Innovation requires both high commitment and openness to new ideas * Psychological safety and destigmatizing failure are crucial for fostering innovation * The "Yes, and" principle from improv theater can transform team dynamics and idea generation * Great leaders create more leaders by elevating others' ideas and solutions * Separating divergent thinking (idea generation) from convergent thinking (evaluation) is essential * Feedback, especially through third parties like coaches, can help leaders develop self-awareness * Successful innovative cultures celebrate failure and embrace play * Leaders must balance humility with the ability to guide their teams effectively Connect with Kristen Brun Sharkey: *LinkedIn: https://www.linkedin.com/in/kristenbsharkey/ *Company Website: https://www.emboldify.com/ *Podcast: https://www.loveandleadershippod.com/ Connect with Traci: * https://linktr.ee/HRTraci * Visit our website: https://HRTraci.com If you found our conversation valuable, please take a moment to rate our podcast. Your feedback helps us grow and reach more listeners who are passionate about human resources and leadership. Don't forget to subscribe, leave a comment, and give this episode a

In this episode of the Bringing the Human back to Human Resources podcast, Traci shares her predictions and insights on the key HR trends for 2025 in this special end-of-year episode. Episode: 208 (Final Episode of 2024) Key Topics Discussed: 1. (00:28) Introduction and end-of-year announcements 2. (03:12) Milestone celebration - 208 episodes and four years 3. (03:42) Human-centric leadership evolution 4. (06:31) AI and human balance in the workplace 5. (11:26) Personalization of work experience 6. (13:24) Employee wellbeing and engagement 7. (17:11) Skills and development evolution 8. (20:33) Sustainability and eco-consciousness 9. (24:21) Workplace connection and hybrid work future Highlights: * Human-centric leadership will continue to evolve with 90% of HR leaders believing it's crucial for success * AI should be viewed as an enhancement tool rather than a replacement, with focus on ethical use and literacy * Six in ten employees will need skill-based training by 2027 * Companies must address the "Great Detachment" phenomenon through enhanced engagement strategies * Remote and hybrid work will continue to evolve, with hybrid likely becoming the dominant model * There's an increasing need to balance technological advancement with genuine human connection * Sustainability and eco-consciousness will drive new job creation and workplace practices * Focus on turning hourly jobs into quality positions through personalization and flexibility * Emphasis on both technical and power skills development * The importance of integrating work-life balance rather than just striking a balance Resources: "Future Work Trends: 14 Workplace Predictions For 2025" by Bryan Robinson, Ph.D. (Forbes, November 13, 2024) "Outdated workplace trends to say goodbye to"  "16 Trends Set To Disrupt Workplaces In 2025" (Forbes Coaches Council, November 20, 2024) "Top Trends in Workforce Transformation in 2025" by Sayantoni Das (December 2, 2024) Connect with Traci: * Website: https://HRTraci.com * Complete Resource Hub: https://linktr.ee/HRTraci Important Dates: * Podcast Returns: January 7th, 2025 * Holiday Break: December 2024 - Early January 2025 If you found our conversation valuable, please take a moment to rate our podcast. Your feedback helps us grow and reach more listeners who are passionate about human resources and leadership. During the break, catch up on previous episodes, share with friends, and leave a review if you feel inclined. Disclaimer: Thoughts, opinions, and statements made on this podcast are not a reflection of the thoughts, opinions, and statements of the Company by whom Traci Chernoff is actively employed. --- Support this podcast: https://podcasters.spotify.com/pod/show/hrtraci/support

In this episode of the Bringing the Human back to Human Resources podcast, Traci speaks with Dr. Meghan Grace, a leading generational expert, about Gen Z in the workplace and how to effectively work across generations. Guest: Dr. Meghan Grace Dr. Meghan Grace is a leading generational expert whose research on Gen Z spans the last decade. She has helped companies, universities, and associations worldwide understand generations to work better together. She is the host of the podcast "Hashtag Gen Z" and has co-authored three books on Generation Z, with her new book "Generations in the World of Work" coming out later this year. She co-leads the Institute for Generational Research and Education. Key Topics Discussed: 1. (00:00) Introduction and overview of generational differences 2. (02:44) Defining Gen Z: age ranges and characteristics 3. (05:27) Technology's role in shaping Gen Z's worldview 4. (09:05) Predictions for Gen Z's future in the workplace 5. (16:01) Gen Z's entrepreneurial mindset and questioning nature 6. (23:29) Research findings on Gen Z characteristics 7. (27:06) Strategies for engaging Gen Z employees 8. (32:36) Remote work and maintaining human connection Highlights: * Gen Z includes those born between 1995-2010 (ages 18-29 in 2024) * Technology has been embedded in Gen Z's DNA - they have no conscious memories before the iPhone * Gen Z prioritizes work-life balance and protection of their self-worth * "Responsibility" consistently ranks as a top self-identified characteristic for Gen Z * Gen Z craves human connection, especially after experiencing crucial developmental years during the pandemic * They value authentic relationships and need to trust leadership before buying into company initiatives * Gen Z responds well to flexibility but needs clear expectations and genuine human connections * Companies can support remote Gen Z workers through initiatives like coffee shop stipends and intentional relationship-building Connect with Dr. Meghan Grace: * Website: https://www.meghanmgrace.com/ * LinkedIn: https://www.linkedin.com/in/meghanmgrace/ * Instagram: @MeghanMGrace * Threads: @MeghanMGrace Connect with Traci: * https://linktr.ee/HRTraci * Visit our website: https://HRTraci.com If you found our conversation valuable, please take a moment to rate our podcast. Your feedback helps us grow and reach more listeners who are passionate about human resources and leadership. Don't forget to subscribe, leave a comment, and give this episode a

***Get expert HR insights and strategies with HRTraci.com. Subscribe for weekly episodes that bring the human back to Human Resources.*** In this episode of the Bringing the Human back to Human Resources podcast, Traci discusses the concerning trend of "ghosting" in the interview process, featuring voice messages from Hannah, who shares her personal experiences with being ghosted during job searches. Guest: Hannah - Professional with nearly 10 years of working experience - Background in HR, L&D, coaching, talent management, HRBP, and program management - Has experienced three layoffs in the past six years Key Topics Discussed: 1. (00:06) Introduction and context about ghosting in recruitment 2. (02:59) Hannah's personal experiences with ghosting 3. (13:01) Analysis of Hannah's situation and broader implications 4. (21:28) Discussion of multiple ghosting scenarios 5. (23:22) Current job market challenges and unemployment trends 6. (34:28) Advice for handling resume gaps and job searching Highlights: * Applied to over 50 positions in her field * Experienced ghosting after multiple rounds of interviews, including panel interviews with 10-11 people * Waited 4-5 weeks after final interviews with no response * Was ghosted even after being directly invited to apply for positions * Current unemployment duration (6 months) is longer than previous experiences (typically 3 months) * Massachusetts unemployment benefits discussion and limitations Key Takeaways: * Continue applying for jobs even when far along in promising interview processes * Consider part-time or contract work during extended job searches * Resume gaps are more acceptable post-COVID * Q4 typically sees more layoffs due to business pressures * Q1 often brings new job opportunities Connect with Traci: * Email: contact@HRTraci.com * Website: ⁠https://HRTraci.com⁠ * Instagram: @HRTraci - Send DMs for feedback and questions * All links: ⁠https://linktr.ee/HRTraci⁠ Upcoming Schedule Note: * Guest episode next week * Last episode of 2024 in two weeks * Return January 7th, 2025 If you found our conversation valuable, please take a moment to rate our podcast. Your feedback helps us grow and reach more listeners who are passionate about human resources and leadership. Disclaimer: Thoughts, opinions, and statements made on this podcast are not a reflection of the thoughts, opinions, and statements of the Company by whom Traci Chernoff is actively employed. --- Support this podcast: https://podcasters.spotify.com/pod/show/hrtraci/support

**No more headaches with trying to manage your global workforce, compliantly hire and pay employees with Deel.com (https://bit.ly/3YlM6g6)** In this episode of the Bringing the Human back to Human Resources podcast, Traci speaks with Ashlie Beiter, co-founder of Winona, about supporting menopausal women in the workplace and the critical need for post-reproductive healthcare benefits. Guest: Ashlie Beiter Ashlie Beiter is the co-founder of Winona, a telehealth company supporting women experiencing menopause through doctor-prescribed hormone replacement therapy. Since 2021, she has led marketing efforts as VP of Marketing, growing Winona's online community to over 10,000 members and expanding services to 34 states and territories. Key Topics Discussed: 1. (00:00) Overview of menopause's impact on workplace productivity 2. (02:55) The scope of menopause symptoms and workplace challenges 3. (05:27) Early onset and duration of menopause symptoms 4. (08:52) Comparison of reproductive vs post-reproductive workplace support 5. (17:16) Corporate benefits and FSA/HSA utilization 6. (25:47) Addressing ageism in the workplace Highlights: * Menopause affects 26% of the workforce, with 80% finding it challenging to work * There are 135 different menopause symptoms * Perimenopause can start as early as age 35 * $1.8 billion in lost work productivity due to menopause symptoms * UK has incorporated menopause into their Equality Act * Companies can support employees through flexible work arrangements and wellness programs Connect with Ashlie Beiter: https://bywinona.com/employershttps://fsastore.com/winona.html FB: https://facebook.com/bywinona IG: https://instagram.com/bywinona LinkedIn: https://linkedin.com/in/bywinona Twitter: https://twitter.com/by_winona Connect with Traci: * https://linktr.ee/HRTraci Visit our website: https://HRTraci.com If you found our conversation valuable, please take a moment to rate our podcast. Your feedback helps us grow and reach more listeners who are passionate about human resources and leadership. Don't forget to subscribe, leave a comment, and give this episode a

*No more headaches with trying to manage your global workforce, compliantly hire and pay employees with Deel.com (https://bit.ly/3YlM6g6)* In this episode of the Bringing the Human Back to Human Resources podcast, Traci concludes our layoff series with Dan Goodman, founder of Dan Goodman Employment Advisory (DGEA). They explore the "counter to HR" perspective on layoffs, severance negotiations, and employee rights during termination. Guest: Dan Goodman Dan Goodman is the founder of Dan Goodman Employment Advisory (DGEA), launched in February 2023. He has successfully helped over 1,800 people during critical interactions with their employers. With over 30 years of experience in corporate America, including senior positions in cybersecurity, enterprise software, and executive consulting, Dan combines his extensive experience, empathy, and business acumen to help employees navigate workplace challenges. Key Topics Discussed: 1. (00:01) Introduction to the concept of "Counter HR" 2. (13:23) The true purpose of HR and employee advocacy 3. (24:46) How companies handle system access during terminations 4. (29:41) The truth about performance improvement plans (PIPs) 5. (37:51) Understanding severance agreement review periods 6. (40:25) Changes to non-disparagement agreements in severance Highlights: * Companies often misrepresent severance as a favor rather than a negotiation * Transparency is crucial in employer-employee relationships * Performance improvement plans are frequently misused as exit tools * Employees over 40 have specific rights regarding severance agreement review * The National Labor Relations Board's 2023 ruling on non-disparagement agreements * The importance of treating departing employees with dignity and respect Connect with Dan Goodman: * Website: DanGoodmanEA.com * LinkedIn: Dan Goodman - Posts daily at 8:23 AM and 6:53 PM Connect with Traci: * https://linktr.ee/HRTraci Visit our website: https://HRTraci.com Thank you for joining us for our layoff series! If you found our conversation valuable, please take a moment to rate our podcast. Your feedback helps us grow and reach more listeners who are passionate about human resources and leadership. Don't forget to subscribe, leave a comment, and give this episode a

In this episode of the Bringing the Human Back to Human Resources podcast, Traci continues the layoff series by addressing what happens when you or someone you know experiences a layoff, focusing on both the practical and emotional aspects of job loss. Key Topics Discussed: (00:02) Introduction and preview of next week's episode with Dan Goodman (02:18) Statistical overview - 40% of Americans experience layoffs (04:38) Initial concerns and questions during layoff notifications (06:57) Review of separation agreements and negotiation opportunities (09:26) Outplacement services and career preparation (11:46) Important documents and intellectual property considerations (14:08) Managing the emotional impact of job loss Highlights: Over 40% of Americans experience a layoff at least once in their career Separation agreement review periods vary based on age and circumstances Most aspects of severance packages are negotiable Companies typically don't disclose reasons for employment termination Maintaining updated career documents is crucial for preparedness Practical Steps After a Layoff: Review the separation agreement carefully File for unemployment (US-based) Negotiate healthcare continuation before COBRA Gather important documents (performance reviews, etc.) Consider intellectual property agreements Maintain professional connections Request references if company policy allows Financial Considerations: Review severance package options Understand healthcare continuation rights Explore emergency fund access Investigate benefit cash-out options Consider expense reduction strategies Connect with Traci: Email: contact@HRTraci.com Website: https://HRTraci.com Instagram: @HRTraci Don't miss next week's final installment of our layoff series featuring Dan Goodman, who brings a counter-perspective to traditional HR functions. If you found value in this episode, please take a moment to rate, review, and subscribe to our podcast. Your feedback helps us reach more HR professionals who are passionate about bringing humanity back to human resources. Connect with Traci here: https://linktr.ee/HRTraci Disclaimer: Thoughts, opinions, and statements made on this podcast are not a reflection of the thoughts, opinions, and statements of the Company by whom Traci Chernoff is actively employed. --- Support this podcast: https://podcasters.spotify.com/pod/show/hrtraci/support

In this episode of the Bringing the Human Back to Human Resources podcast, Traci continues the layoff series by addressing the critical topic of self-care for HR professionals during layoffs and how to support both departing and remaining employees through these challenging transitions. Key Topics Discussed: (00:00) Introduction and recap of previous episode with Jenna Dunay (02:05) The emotional toll of layoffs on HR professionals (03:00) Signs of emotional exhaustion and burnout (04:52) Strategies for managing stress during layoffs (11:29) Best practices for managing the layoff process (15:53) Supporting remaining employees and addressing survivor's guilt (17:15) Communication strategies post-layoff (18:14) Rebuilding morale after layoffs Highlights: - HR professionals must prioritize self-care to effectively support others - Creating clear boundaries between work and personal life is essential - Signs of burnout include emotional exhaustion, sleep issues, and numbness - Layoff conversations should be conducted in private spaces with empathy - Common reactions from remaining employees include fear, anger, and productivity drops - Regular, transparent communication is crucial for rebuilding trust - Team-building events and recognition programs help rebuild morale Self-Care Strategies Discussed: - Schedule breaks between difficult meetings- Create end-of-day shutdown rituals - Join HR peer support communities - Seek professional support when needed - Establish clear work-life boundaries Connect with Traci: Email: contact@HRTraci.com Website: https://HRTraci.com Instagram: @HRTraci Don't miss the next installment of our layoff series! Tune in next week as we continue to explore this important topic, followed by a special guest who challenges traditional HR functions. If you found value in this episode, please take a moment to rate, review, and subscribe to our podcast. Your feedback helps us reach more HR professionals who are passionate about bringing humanity back to human resources.Don't forget to subscribe, leave a comment, and give this video a

**No more headaches with trying to manage your global workforce, compliantly hire and pay employees with Deel.com** In this episode of the Bringing the Human Back to Human Resources podcast, Traci discusses the challenging topic of layoffs with Jena Dunay, founder of Recruit the Employer, an outplacement and career development firm. They explore how to conduct layoffs with dignity and how organizations can recover internally after such events. Guest: Jena Dunay Jena Dunay is the founder of Recruit the Employer, an outplacement and career development firm. She is a LinkedIn Learning instructor with over 167,000 learners and has been featured on Business Insider, Forbes, Built In, The Skimm, and The Muse. Key Topics Discussed: 1. (03:44) The importance of aligning layoff processes with company core values 2. (07:14) The significance of off-boarding as much as onboarding 3. (13:02) Planning and communication strategies for layoffs 4. (16:06) The role of outplacement services in supporting exiting employees 5. (25:43) Addressing survivor's guilt among remaining employees 6. (28:36) Rebuilding trust and culture after layoffs Highlights: - Layoffs should be conducted with dignity, reflecting the company's core values - Proper planning and communication are crucial for a smooth layoff process - Outplacement services can provide valuable support to exiting employees - Leaders should own their mistakes and maintain open communication during layoffs - Rebuilding trust between senior leadership and middle management is essential - Organizations should focus on rebuilding culture after layoffs Connect with Jena Dunay: - Website: https://recruittheemployer.com - LinkedIn: https://www.linkedin.com/in/jenadunay/  Resources mentioned in this episode: - https://bywinona.com/employers  -https://fsastore.com/winona.html Connect with Traci: - (https://linktr.ee/HRTraci Visit our website: https://HRTraci.com Don't miss the next installment of our layoff series! Tune in next week as we continue to explore this important topic with more expert insights and practical strategies for HR professionals. We hope you enjoyed this insightful discussion on conducting layoffs with dignity! If you found our conversation valuable, please take a moment to rate our podcast. Your feedback helps us grow and reach more listeners who are passionate about human resources and leadership. Don't forget to subscribe, leave a comment, and give this episode a

In this 200th episode of the Bringing the Human back to Human Resources podcast, Traci celebrates this milestone and discusses the recent Monster Work Watch Report 2024. She critically analyzes workplace trends and statistics, encouraging listeners to think critically about generalized reports. Traci also announces a special giveaway to celebrate the 200th episode milestone. Connect with Traci here: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://linktr.ee/HRTraci⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ Visit our website: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠HRTraci.com⁠⁠⁠⁠⁠⁠⁠⁠⁠ Links mentioned in this episode: Monster Work Watch Report 2024 Traci's Instagram for giveaway details Chapters: 00:00 Introduction and 200th episode celebration 05:00 Announcement of the giveaway 10:00 Discussion of Monster Work Watch Report 2024 20:00 Critical analysis of workplace trends and statistics 30:00 Encouragement for critical thinking about reports 35:00 Closing thoughts and gratitude to listeners We hope you enjoyed this special 200th episode celebration and insightful discussion on workplace trends! If you found our conversation valuable, please take a moment to rate our podcast. Your feedback helps us grow and reach more listeners who are passionate about human resources and leadership. You can also leave a review and tell us what you loved or what you'd like to hear more of - we're all ears! Don't forget to subscribe, leave a comment, and give this video a

In this episode of the Bringing the Human Back to Human Resources podcast, Traci Chernoff discusses the upcoming 200th episode and the associated giveaway. She also introduces a new series focused on navigating layoffs with empathy, highlighting the importance of self-care for HR professionals and addressing survivor's guilt among employees. The episode serves as a brief overview of what listeners can expect in the coming weeks. 00:00 Introduction and Episode Overview 02:51 Upcoming 200th Episode and Giveaway 06:01 Layoff Series Introduction and Themes Don't forget to subscribe, leave a comment, and give this video a

In this episode of the Bringing the Human back to Human Resources podcast, Traci discusses the parallels between parenting and leadership with Valerie Cockerell, author of "Manage Like a Mother." They explore how the instincts and skills developed as a parent can be applied to effective leadership in the workplace. Valerie shares insights from her experiences as a mother of three and her career at Disney, highlighting how empathy, demonstrating by example, and consistent engagement are crucial in both parenting and leadership roles. ⁠Connect with Valerie here: ⁠Website LinkedIn Connect with Traci here: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://linktr.ee/HRTraci⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ Visit our website: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠HRTraci.com⁠⁠⁠⁠⁠⁠⁠⁠⁠ Chapters: 00:00 Introduction and Valerie Cockerell's background 05:30 The importance of storytelling in leadership and parenting 10:15 Onboarding and first impressions in parenting and organizations 15:45 Values alignment in teams and families 22:30 Empathy and feedback in leadership and parenting 28:00 Leading by example and the power of observation 33:30 The importance of consistent engagement with employees and children 38:45 Closing thoughts and where to find Valerie's book We hope you enjoyed this insightful discussion on the parallels between parenting and leadership! If you found our conversation valuable, please take a moment to rate our podcast. Your feedback helps us grow and reach more listeners who are passionate about human resources and leadership. You can also leave a review and tell us what you loved or what you'd like to hear more of - we're all ears! Don't forget to subscribe, leave a comment, and give this video a

**No more headaches with managing your leave process. Head over to ⁠⁠⁠Cocoon using this link: https://bit.ly/46QzEYm to learn more and get up to a fifty percent implementation fee discount.** In this episode of the Bringing the Human back to Human Resources podcast, Traci discusses the importance of belonging in organizational culture with Kevin Finke, an expert in culture and employee experiences. They explore the concept of a "core story" for companies, the relationship between belonging and achievement, and the idea of "value add, culture fit" in hiring practices. Kevin shares insights on effective onboarding and how to create environments where employees can authentically contribute their unique strengths. Connect with Kevin here:  ⁠Experience Willow (Kevin's human-centered design firm) https://www.linkedin.com/in/kevinfinke/ https://www.kevinfinke.com/  Connect with Traci here: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://linktr.ee/HRTraci⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ Visit our website: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠HRTraci.com⁠⁠⁠⁠⁠⁠⁠⁠⁠ Chapters 00:00 Introduction and Kevin Finke's background 05:30 Defining belonging and its importance in the workplace 10:15 The "core story" concept for companies 15:45 Values as mobile and adaptable elements 22:30 "Value add, culture fit" in hiring practices 28:00 Effective onboarding practices and key questions for new hires We hope you enjoyed this deep dive into belonging and organizational culture! If you found our discussion insightful, we'd like you to take a moment to rate our podcast. Your feedback helps us grow and reach more listeners who are passionate about these topics. You can also leave a review and tell us what you loved or what you'd like to hear more of - we're all ears! Don't forget to subscribe, leave a comment, and give this video a

***No more headaches with managing your leave process. Head over to ⁠⁠⁠Cocoon using this link: https://bit.ly/46QzEYm to learn more and get up to a fifty percent implementation fee discount. In this episode, Traci issues a critical wake-up call to HR leaders and workplaces regarding the dangers of employee disconnection following the tragic death of a Wells Fargo employee. Traci dives into the tragic incident, exploring how workplace isolation, lack of check-ins, and missed wellness protocols can result in such a heartbreaking outcome. She also reflects on broader themes of loneliness and disconnection, especially in remote or hybrid work environments. Traci emphasizes how companies can foster more connected, caring, and vigilant workplaces, highlighting steps HR leaders can take to ensure the well-being and safety of their teams. Mentioned in this episode: Forbes article: Why the death of the Wells Fargo employee found at work is so jarring HR Dive article: The epidemic of loneliness and workplace isolation Connect with Traci here: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://linktr.ee/HRTraci⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Visit our website: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠HRTraci.com⁠⁠⁠⁠⁠⁠⁠⁠⁠ Chapters:00:00 Introduction and Trigger Warning02:45 The Tragic Story of Denise Rudeholm at Wells Fargo10:30 Workplace Disconnection and Isolation in Remote and Hybrid Work16:15 How Loneliness Impacts Employee Well-being22:45 Actionable Steps to Foster Connection and Well-being in the Workplace29:00 Final Thoughts and Call to Action We hope you found this discussion insightful and relevant. If you resonate with the message, we invite you to leave a review and share your thoughts. Your feedback helps us spread the word and reach more passionate listeners about creating better workplaces. Don't forget to subscribe, leave a comment, and give this episode a

No more headaches with managing your leave process. Head over to ⁠⁠Cocoon.com to learn more and get up to a fifty percent implementation fee discount. In this episode, Traci discusses the recent American Psychological Association (APA) report on psychological safety in the changing workplace. She explores the importance of psychological safety in organizations, its impact on job satisfaction, employee well-being, and retention. Traci also shares insights from a listener about college athletes and the NCAA, providing context for the ongoing debate about student-athlete compensation. The episode highlights strategies for building and maintaining psychological safety in the workplace, emphasizing the role of leadership in creating a psychologically safe environment. Mentioned in this episode: Psychological safety in the changing workplace: Work in America 2024 report Ep 192: The NCAA and College Athletes: Exploring the Employee Status Ruling Connect with Traci here: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://linktr.ee/HRTraci⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ Visit our website: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠HRTraci.com⁠⁠⁠⁠⁠⁠⁠⁠ Chapters 00:00 Introduction and Listener Insights on College Athletes 05:30 Overview of APA's Psychological Safety Report 10:15 Impact of Psychological Safety on Job Satisfaction and Well-being 15:45 Strategies for Building Psychological Safety 22:30 Measuring and Maintaining Psychological Safety 28:00 Closing Remarks and Call to Action We hope you enjoyed this deep dive into psychological safety in the workplace! If you found our discussion insightful, we'd like you to take a moment to rate our podcast. Your feedback helps us grow and reach more listeners who are passionate about these topics. You can also leave a review and tell us what you loved or what you'd like to hear more of - we're all ears! Remember to hit that subscribe button! Disclaimer: Thoughts, opinions, and statements made on this podcast are not a reflection of the thoughts, opinions, and statements of the Company by whom Traci Chernoff is actively employed. --- Support this podcast: https://podcasters.spotify.com/pod/show/hrtraci/support

No more headaches with managing your leave process. Head over to ⁠⁠Cocoon.com/hr to learn more and get up to a fifty percent implementation fee discount. In this episode, Traci interviews Megan Cook, co-founder and chief administrative officer of Happy Companies, about the importance of people as a competitive advantage in business. They discuss the need to invest in employees and create a people-centered culture to drive better business outcomes. Megan shares her own journey of professional growth and the shift from a compliance-focused HR role to a more people-centric leadership approach. They emphasize the importance of understanding different perspectives and fostering collaboration within teams. Megan also highlights the role of professional maturity in driving positive change in the workplace. Connect with Megan here: ⁠https://www.linkedin.com/company/happycompanies/⁠ ⁠https://www.linkedin.com/in/megancook-hc23/⁠ ⁠https://happycompanies.com/⁠ Connect with Traci here: ⁠⁠⁠⁠⁠⁠⁠⁠⁠https://linktr.ee/HRTraci⁠⁠⁠⁠⁠⁠⁠⁠⁠ Visit our website: ⁠⁠⁠⁠⁠⁠⁠⁠⁠HRTraci.com⁠⁠⁠⁠⁠⁠⁠ Chapters 00:00 Introduction and Background of Megan Cook 03:03 People as a Competitive Advantage 07:44 Challenges and Shifts in Prioritizing People 12:03 The Importance of Professional Maturity 23:00 Driving Change and Understanding Different Perspectives 31:28 Closing Remarks and Call to Action We hope you enjoyed this deep dive into the changing landscape of college sports! If you found our discussion insightful, we'd like you to take a moment to rate our podcast. Your feedback helps us grow and reach more listeners who are passionate about these topics. You can also leave a review and tell us what you loved or what you'd like to hear more of - we're all ears! Remember to hit that subscribe button! Disclaimer: Thoughts, opinions, and statements made on this podcast are not a reflection of the thoughts, opinions, and statements of the Company by whom Traci Chernoff is actively employed. --- Support this podcast: https://podcasters.spotify.com/pod/show/hrtraci/support

No more headaches with managing your leave process. Head over to ⁠Cocoon.com/hr⁠ to learn more and get up to a fifty percent implementation fee discount.  Nicole Greer, CEO of Build a Vibrant Culture, discusses the importance of the manager-employee relationship in building a vibrant culture. She emphasizes that the growth and development of employees is key to creating a vibrant culture. Greer also highlights the role of leaders in casting a vision and inspiring their teams. She explains the four hats that managers wear: leadership, management, mentoring, and coaching. Greer emphasizes the power of asking powerful questions to empower employees and foster their problem-solving skills. Connect with Nicole here: https://www.linkedin.com/in/build-a-vibrant-culture-nicole-greer/ www.vibrantculture.com Connect with Traci here: ⁠⁠⁠⁠⁠⁠⁠https://linktr.ee/HRTraci⁠⁠⁠⁠⁠⁠⁠ Visit our website: ⁠⁠⁠⁠⁠⁠⁠HRTraci.com⁠⁠⁠⁠⁠ Chapters 00:00 Introduction and Guest Bio 01:44 Building a Vibrant Culture: The Role of the Manager-Employee Relationship 03:36 The Power of Vision and Inspiration in Creating a Vibrant Culture 12:56 The Four Hats of Managers: Leadership, Management, Mentoring, and Coaching 18:33 Empowering Employees Through Powerful Questions 34:12 Conclusion and Where to Connect with Nicole Greer We hope you enjoyed this deep dive into the changing landscape of college sports! If you found our discussion insightful, we'd like you to take a moment to rate our podcast. Your feedback helps us grow and reach more listeners who are passionate about these topics.  You can also leave a review and tell us what you loved or what you'd like to hear more of - we're all ears! Remember to hit that subscribe button so you can catch all of the episodes.   Disclaimer: Thoughts, opinions, and statements made on this podcast are not a reflection of the thoughts, opinions, and statements of the Company Traci Chernoff is actively employed by. --- Support this podcast: https://podcasters.spotify.com/pod/show/hrtraci/support

No more headaches with managing your leave process. Head over to Cocoon.com/hr to learn more and get up to a fifty percent implementation fee discount.  In this episode, we dive into a game-changing development in college sports.  A recent ruling has opened the door to the possibility that some NCAA college athletes could be classified as employees under federal wage and hour laws. Exciting, right? But it's not as simple as it sounds. The ruling highlights the need for a clear test to determine when an athlete's passion for sports transforms into actual work in the eyes of the law.  This could shake things up in a big way, folks! We're talking potential major shifts in how college athletes are paid and managed. It might even turn the traditional concept of amateurism in college sports on its head. Join us as we unpack what this means for the future of college athletics! Mentioned in this episode: Third Circuit holds that NCAA athletes can be considered employees under FLSA Court ruling seeks test to decide if athletes are employees Appeals Court Rules Some NCAA Athletes Qualify as Employees US college athletes may be employees under new test, court rules Connect with Traci here: ⁠⁠⁠⁠⁠⁠https://linktr.ee/HRTraci⁠⁠⁠⁠⁠⁠ Visit our website: ⁠⁠⁠⁠⁠⁠HRTraci.com⁠⁠⁠⁠ Chapters: 00:00 Introduction and Background on NCAA 02:22 The Recent Ruling and the Need for a Test 03:16 Implications for Compensation and Management 09:56 The Potential for Unionization 19:23 Considerations for Scholarships and Long-Term Consequences 21:43 Gender Disparity in Recovery Amounts 25:02 Conclusion and Call to Action We hope you enjoyed this deep dive into the changing landscape of college sports! If you found our discussion insightful, we'd like you to take a moment to rate our podcast. Your feedback helps us grow and reach more listeners who are passionate about these topics.  You can also leave a review and tell us what you loved or what you'd like to hear more of - we're all ears!  Remember to hit that subscribe button so you can catch all of the episodes.   Disclaimer: Thoughts, opinions, and statements made on this podcast are not a reflection of the thoughts, opinions, and statements of the Company Traci Chernoff is actively employed by. --- Support this podcast: https://podcasters.spotify.com/pod/show/hrtraci/support

Kamaria Scott, founder and CEO of Enetic, discusses change management and the role of managers in organizations. She defines change management as guiding people from where they are now to where they need to be and emphasizes the importance of managing the human side of change. Kamaria also highlights the skills and mindset needed to navigate change, including resilience, innovation, and leveraging resources. She distinguishes between managers and leaders, stating that managers are directly responsible for leading, guiding, and coaching others, while leaders can have positional power or influence. In this conversation, Kamaria and Traci discuss the challenges and importance of effective change management and the role of HR professionals in leading change initiatives. They highlight the need for HR professionals to have experience in managing teams and understanding the perspective of managers. Connect with Kamaria: https://www.linkedin.com/in/kamariascott/ https://www.managertomanager.com/ https://www.eneticlps.com/ Connect with Traci here: ⁠⁠⁠⁠⁠https://linktr.ee/HRTraci⁠⁠⁠⁠⁠ Visit our website: ⁠⁠⁠⁠⁠HRTraci.com⁠⁠⁠⁠ Chapters 00:00 Introduction to Kamariah Scott and Enetic 02:41 Defining Change Management 06:03 The Human Side of Change 12:42 From Manager to Leader 17:18 Developing Effective Managers 20:27 The Importance of Experience in Change Management 22:42 Involving Stakeholders and Aligning with Business Lines 29:37 Balancing Managerial Responsibilities and Operational Tasks 33:18 Recognizing and Rewarding Good People Leaders 35:04 Creating Space for Managers to Excel Don't forget to rate this podcast 5 stars, leave a review, and subscribe!   Disclaimer: Thoughts, opinions, and statements made on this podcast are not a reflection of the thoughts, opinions, and statements of the Company Traci Chernoff is actively employed by. --- Support this podcast: https://podcasters.spotify.com/pod/show/hrtraci/support

In this episode, Traci reflects on Simone Biles' decision to step away from the Tokyo Olympics 4 years ago and discusses the importance of knowing when to walk away. Traci emphasizes the strength and courage it takes to prioritize one's mental and physical health and encourages listeners to have compassion for themselves and others. She also explores the concept of moving slowly to move fast and the importance of knowing if/when to take a step back to achieve long-term success. 00:00 Introduction and Podcast Announcement 03:17 The Twisties and Stepping Away 05:33 The Difficulty of Walking Away 08:00 Returning to the Olympics and Achieving Success 10:49 Finding Inspiration in Athletes' Achievements 13:19 The Importance of Compassion and Reflection 17:40 Lessons for HR and Personal Growth 19:34 Encouragement to Prioritize Yourself Connect with Traci here: ⁠⁠⁠⁠https://linktr.ee/HRTraci⁠⁠⁠⁠ Visit our website: ⁠⁠⁠⁠HRTraci.com⁠⁠⁠   Don't forget to rate this podcast 5 stars, leave a review, and subscribe!   Disclaimer: Thoughts, opinions, and statements made on this podcast are not a reflection of the thoughts, opinions, and statements of the Company Traci Chernoff is actively employed by. --- Support this podcast: https://podcasters.spotify.com/pod/show/hrtraci/support

In this episode, Traci discusses recent layoffs in HR and the perspective of HR thought leaders on the role of AI in these layoffs. Traci challenges the idea that layoffs are a result of companies investing in AI to drive growth, arguing that it absolves companies of responsibility and creates a competition between humans and AI, which isn't reasonable. She emphasizes the need to leverage AI rather than employ it, and calls for a more responsible use of AI and characterization of its use by business leaders.  Read more / articles referenced: https://joshbersin.com/2024/07/ukg-14-reduction-in-force-a-growth-move-that-makes-sense/ https://www.forbes.com/sites/qhamirani/2024/05/29/how-to-bring-the-human-back-to-human-resources/ https://www.intuit.com/blog/news-social/investing-in-our-future/ (I slightly misspoke: looks like those 1050 who are underperforming were part of Intuit's 1800-person layoff) 00:00 Introduction and Disclaimer 01:28 Resetting the Narrative around AI in HR 03:24 Challenging the Narrative: Layoffs and AI 09:43 The Responsibility of HR Leaders 20:41 Promoting Open Conversation on AI and Layoffs 32:09 Conclusion and Call for Conversation Connect with Traci here: ⁠⁠⁠⁠https://linktr.ee/HRTraci⁠⁠⁠⁠ Visit our website: ⁠⁠⁠HRTraci.com⁠⁠   Don't forget to rate this podcast 5 stars, leave a review, and subscribe!   Disclaimer: Thoughts, opinions, and statements made on this podcast are not a reflection of the thoughts, opinions, and statements of the Company Traci Chernoff is actively employed by. --- Support this podcast: https://podcasters.spotify.com/pod/show/hrtraci/support

SHRM removed Equity (E) from their DE&I acronym and the implications of this decision are massive. Tune in to hear all of the ways you can keep and promote Equity in DEI&B! Connect with Enrique: https://www.linkedin.com/in/rubioenrique/ Here are some amazing HR communities/resources: https://hackinghrlab.io/ https://disrupthr.co/ https://www.troophr.com/ https://www.hrci.org https://transform.us/ Checkout SHRM's announcement removing "E" from DEI: https://www.linkedin.com/posts/shrm_shrm24-inclusionanddiversity-workplacechange-activity-7216474717606608900-gU-H/ 00:00 - Introduction and Guest Introduction 04:19 - Discussion on SHRM's Decision to Remove Equity from DE&I 19:04 - Questioning SHRM's Decision and Member Response 26:06 - SHRM's Research and Business Leaders' Influence 29:01 - The Importance of Equity in HR 32:36 - Transparency and Accountability in HR Organizations 47:42 - Communities and Organizations Leading the Way in HR This episode is sponsored by: DirectSuggest: ⁠⁠⁠⁠⁠https://www.directsuggest.com/subscribe.php?id=6992⁠⁠⁠⁠⁠ Use Promo Code: HumanHR Connect with Traci here: ⁠⁠⁠⁠https://linktr.ee/HRTraci⁠⁠⁠⁠ Visit our website: ⁠⁠HRTraci.com⁠   Don't forget to rate this podcast 5 stars, leave a review, and subscribe!   Disclaimer: Thoughts, opinions, and statements made on this podcast are not a reflection of the thoughts, opinions, and statements of the Company Traci Chernoff is actively employed by. --- Support this podcast: https://podcasters.spotify.com/pod/show/hrtraci/support

Lisa Nichols shares her 3C method for cultivating compassion, connection, and communication in the workplace. The method is based on her experience coaching leaders and helping them navigate challenges such as change management, reducing burnout, and bridging generational and cultural gaps. Lisa emphasizes the importance of self-compassion as the foundation for understanding and connecting with others. She also discusses the impact of generational differences in the workforce and the need for curiosity and understanding when addressing these differences. Overall, the 3C method provides a framework for creating thriving workplaces.   This episode is sponsored by: DirectSuggest: ⁠⁠⁠⁠https://www.directsuggest.com/subscribe.php?id=6992⁠⁠⁠⁠ Use Promo Code: HumanHR   Claim your FREE download from Lisa here: https://www.lisanicholsconsulting.com/humanhr/   Connect with Lisa here: https://www.lisanicholsconsulting.com/ https://www.linkedin.com/in/lisacnichols/   Connect with Traci here: ⁠⁠⁠⁠https://linktr.ee/HRTraci⁠⁠⁠⁠ Visit our website: ⁠HRTraci.com   Don't forget to rate this podcast 5 stars, leave a review, and subscribe!   Disclaimer: Thoughts, opinions, and statements made on this podcast are not a reflection of the thoughts, opinions, and statements of the Company Traci Chernoff is actively employed by. --- Support this podcast: https://podcasters.spotify.com/pod/show/hrtraci/support

In this episode, Traci answers questions about resume trends as a follow-up to last week's episode and provides tips and insights on creating a strong resume. The Importance of Accuracy in Resumes - 08:26 Excluding Personal Information from Resumes - 11:46 Relevance of "Traditional" Resumes - 14:53 Pros and Cons of Traditional and Creative Resumes - 22:51 Common Mistakes to Avoid in Resumes - 26:21 Connect with Traci here: ⁠⁠⁠⁠https://linktr.ee/HRTraci⁠⁠⁠⁠ Visit our website: ⁠HRTraci.com Don't forget to rate this podcast 5 stars, leave a review, and subscribe! Disclaimer: Thoughts, opinions, and statements made on this podcast are not a reflection of the thoughts, opinions, and statements of the Company Traci Chernoff is actively employed by. --- Support this podcast: https://podcasters.spotify.com/pod/show/hrtraci/support

This week tune in for a quick episode on the latest resume trends and some tips and tricks! Be sure to send in your questions for next week's episode to contact@hrtraci.com or via IG DM! Connect with Traci here: ⁠⁠⁠⁠https://linktr.ee/HRTraci⁠⁠⁠⁠ Visit our website: ⁠HRTraci.com Don't forget to rate this podcast 5 stars, leave a review, and subscribe!   Disclaimer: Thoughts, opinions, and statements made on this podcast are not a reflection of the thoughts, opinions, and statements of the Company Traci Chernoff is actively employed by. --- Send in a voice message: https://podcasters.spotify.com/pod/show/hrtraci/message Support this podcast: https://podcasters.spotify.com/pod/show/hrtraci/support

Dr. David Utley, MD, founder of Pivot Inc, discusses the impact of tobacco use on companies and the importance of tobacco cessation programs. He highlights the high costs associated with tobacco use, both in terms of healthcare claims and productivity loss. Dr. Utley emphasizes the need for HR leaders to prioritize tobacco cessation programs and incentivize employees to join them. Dr. Utley emphasizes the power of intrinsic motivation and the need for engaging and accessible programs to help people quit tobacco. About Dr. David Utley, MD: David S. Utley, M.D. graduated from Harvard Medical School ('92). He then completed his surgical training in otolaryngology-head and neck surgery, as well as facial plastic and reconstructive surgery, at Stanford University Medical Center, where he was subsequently appointed to the faculty as clinical assistant professor of surgery (1992-2003). In 2003, Utley founded BARRX Medical (GI endoscopy, ablative therapy for neoplasia) and served as CMO from 2003 to 2012. BARRX was acquired by Covidien in 2012, forming GI Solutions. Utley served as CMO for GI Solutions until 2014. In 2015, Utley founded Pivot Inc. (fka. Carrot Inc.) to solve the global health crisis caused by tobacco use. Pivot addresses cessation for all forms of tobacco (combustible, vaporized and smokeless). Pivot is a scalable digital solution which is aligned with the HHS practice guideline and which delivers a mobile app experience with tailored behavior change content, pharmacotherapy, an FDA-cleared carbon monoxide (CO) breath sensor, a supportive peer community, and personal tobacco treatment coaching (www.pivot.co). Connect with David Utley, MD here: https://www.linkedin.com/in/davidutleymd/ https://pivot.co/ Connect with Traci here: ⁠⁠⁠⁠https://linktr.ee/HRTraci⁠⁠⁠⁠ Visit our website: ⁠HRTraci.com Don't forget to rate this podcast 5 stars, leave a review, and subscribe!   This episode is sponsored by: DirectSuggest: ⁠⁠⁠⁠https://www.directsuggest.com/subscribe.php?id=6992⁠⁠⁠⁠ Use Promo Code: HumanHR Disclaimer: Thoughts, opinions, and statements made on this podcast are not a reflection of the thoughts, opinions, and statements of the Company Traci Chernoff is actively employed by. --- Send in a voice message: https://podcasters.spotify.com/pod/show/hrtraci/message Support this podcast: https://podcasters.spotify.com/pod/show/hrtraci/support

In this episode, Traci interviews Joshua Berry, a facilitator of change, about the impact of language on beliefs, perspectives, and workplace culture. They discuss the evolution of language in HR, the dehumanizing effects of certain terms, and the importance of intentional language use. Joshua shares examples of how language influences practices and policies, and how assuming positive intent can create a more human-centered work environment. They emphasize the need for leaders to question their intentions and beliefs, and to create space for trust and positive assumptions. The conversation explores the concept of naivete and its role in leadership and organizational culture. It emphasizes the importance of trust, positive intent, and authenticity in building strong relationships and creating a positive work environment. The discussion also touches on the need to align beliefs with practices and challenge the status quo to foster a culture of trust and openness. Overall, the conversation encourages leaders to lead with empathy, trust, and a willingness to challenge conventional wisdom. Connect with Joshua here: https://joshuaberry.com/ https://www.linkedin.com/in/joshberrygphr/ Connect with Traci here: ⁠⁠⁠⁠https://linktr.ee/HRTraci⁠⁠⁠⁠ Visit our website: ⁠HRTraci.com Don't forget to rate this podcast 5 stars, leave a review, and subscribe!   This episode is sponsored by:DirectSuggest: ⁠⁠⁠⁠https://www.directsuggest.com/subscribe.php?id=6992⁠⁠⁠⁠ Use Promo Code: HumanHR Disclaimer: Thoughts, opinions, and statements made on this podcast are not a reflection of the thoughts, opinions, and statements of the Company Traci Chernoff is actively employed by. --- Send in a voice message: https://podcasters.spotify.com/pod/show/hrtraci/message Support this podcast: https://podcasters.spotify.com/pod/show/hrtraci/support

The episode discusses the trend of over-employment, where individuals work multiple jobs within the workweek. I share my own experience of being over-employed and explore the factors contributing to this trend, such as remote work, quiet quitting, and inflation. The episode raises questions about the sacrifices and logistics involved in being over-employed, particularly when working multiple traditional jobs. Please share your thoughts and experiences on this topic! Read more here: https://resources.careerbuilder.com/employer-blog/the-pros-and-cons-of-overemployment Connect with Traci here: ⁠⁠⁠⁠https://linktr.ee/HRTraci⁠⁠⁠⁠ Visit our website: ⁠HRTraci.com Don't forget to rate this podcast 5 stars, leave a review, and subscribe!   Disclaimer: Thoughts, opinions, and statements made on this podcast are not a reflection of the thoughts, opinions, and statements of the Company Traci Chernoff is actively employed by. --- Send in a voice message: https://podcasters.spotify.com/pod/show/hrtraci/message Support this podcast: https://podcasters.spotify.com/pod/show/hrtraci/support

This conversation explores the concept of earned wage access, its impact on hourly employees, and the recent legislation in South Carolina. It delves into the benefits of earned wage access, its distinction from loans, and its role in promoting employee engagement and flexibility. The discussion also addresses the implications of regulation and the potential impact on employers and employees. Checkout the article here: https://www.hrdive.com/news/south-carolina-earned-wage-access-payments-law-regulations/717274/ Connect with Traci here: ⁠⁠⁠⁠https://linktr.ee/HRTraci⁠⁠⁠⁠ Visit our website: ⁠HRTraci.com Don't forget to rate this podcast 5 stars, leave a review, and subscribe!   This episode is sponsored by: DirectSuggest: ⁠⁠⁠⁠https://www.directsuggest.com/subscribe.php?id=6992⁠⁠⁠⁠ Use Promo Code: HumanHR Disclaimer: Thoughts, opinions, and statements made on this podcast are not a reflection of the thoughts, opinions, and statements of the Company Traci Chernoff is actively employed by. --- Send in a voice message: https://podcasters.spotify.com/pod/show/hrtraci/message Support this podcast: https://podcasters.spotify.com/pod/show/hrtraci/support

In this episode, Ben Eubanks, an author, speaker, and researcher in the field of HR discusses talent acquisition trends, the importance of relationships in recruitment, the role of AI in HR, and the need to bring the human element back to human resources. Ben shares insights from his research, such as the impact of relationships on candidate experience, the use of AI tools in recruitment, and the focus on employee onboarding. He emphasizes the importance of transparency and personalization in the hiring process. Overall, the conversation highlights the need for HR professionals to prioritize people and create meaningful connections. Connect with Ben Eubanks: https://www.linkedin.com/in/beneubanks/ https://lhra.io Connect with Traci here: ⁠⁠⁠⁠https://linktr.ee/HRTraci⁠⁠⁠⁠ Visit our website: ⁠HRTraci.com Don't forget to rate this podcast 5 stars, leave a review, and subscribe!   This episode is sponsored by: DirectSuggest: ⁠⁠⁠⁠https://www.directsuggest.com/subscribe.php?id=6992⁠⁠⁠⁠ Use Promo Code: HumanHR Disclaimer: Thoughts, opinions, and statements made on this podcast are not a reflection of the thoughts, opinions, and statements of the Company Traci Chernoff is actively employed by. --- Send in a voice message: https://podcasters.spotify.com/pod/show/hrtraci/message Support this podcast: https://podcasters.spotify.com/pod/show/hrtraci/support